In such a competitive and super-connected world, companies today find themselves increasingly in need of human talent with the necessary skills and abilities to maintain innovation that is required to remain relevant, innovative and differentiated from the competition in this global market. This makes the role of human resources managers in companies more necessary and demanding, since they are more frequently called to serve as strategic partners in organizations.
For human resources leaders, it could be quite difficult to respond to these challenges, since they are trying to accelerate the digital transformation of their processes in order to attract and retain the required human talent more efficiently, as well as being able to manage the services and requests in a much simpler way.
For HR leaders and employers, the application of cloud-based tools provide a more complete picture of the employment lifecycle and help bring together the knowledge and work practices of companies that used to be isolated or absent.
The digital transformation of human resources has a great impact on the productivity of executives, as it frees up time, allowing them to focus more on activities that are of greater strategic value for organizations.
What is the Digital Transformation of Human Resources?
The digital transformation of human resources consists of changing the operational processes of human talent management so that they are automated and based on data.
According to the Global Human Capital Trends 2017 report from Deloitte: "On one hand, it is about HR teams taking on two challenges of transforming HR operations, and on the other hand it is about transforming the workforce and the way work is done".
Digital transformation is not a product or a solution that can be bought. It is a constant process that involves new technologies and ways of working to maintain competitiveness through permanent innovation. You must combine technologies, processes and culture in a harmonious way .
As organizations transform to meet the realities and opportunities of today's global economy, "CEOs and HR leaders are focused on understanding and creating a shared culture, creating a work environment that engages people, and building a new model of leadership and professional development," says the Deloitte Global Human Capital Trends 2016 report. HR managers are embracing digital technologies to reinvent the workplace, focusing on diversity and inclusion as a business strategy, and realizing that without a strong learning culture, they will not succeed.
Digital Transformation and Talent Development
The digital transformation contributes to a great extent to the agility of processes through the available talent management tools, the technological platforms help to achieve the necessary information as soon as possible to know how to develop the executives.
The diversity of existing tools through digital transformation helps to have information available to make decisions related to the organization's talent development plan. We can cite the following:
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Performance reviews
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Competence measurement
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Development plans
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Talent matrix (9 box)
It is important that the leadership of companies can responsibly take over the management of the digital transformation in their organizations, since by delving into the changes that interfere with the processes, these can impact the organizational culture and in how things are usually done to a new management model, if the collaborators are not involved from the beginning, on the employee's half we could find a resistance to change that does not contribute to the appreciation of the virtues of the digital transformation and what this contributes to the development of talent for the benefit of people and the results of organizations.
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